Magerøy Nils, Lau Bjørn, Riise Trond, Moen Bente E
Research Group for Occupational and Environmental Medicine, Unifob Health Bergen/University of Bergen, Norway.
J Psychosom Res. 2009 Apr;66(4):343-51. doi: 10.1016/j.jpsychores.2008.10.009. Epub 2009 Jan 8.
We studied the associations between bullying at work and psychosocial factors both at the individual and at the department levels.
The data were collected in a cross-sectional study from a questionnaire sent by mail in 2002 to all military personnel in the Royal Norwegian Navy as part of a general work and health study. Self-experienced and observed bullying as well as scores for psychosocial scales using the General Nordic Questionnaire for Psychological and Social Factors at Work were calculated both for the individuals (n=1604) and as a mean for each Navy department (n=97).
Low scores on the fair leadership, innovative climate, and inequality scales were associated with high occurrence of bullying at the individual level in a backward stepwise multivariate logistic regression, which means that lack of fair leadership and innovative climate and unequal treatment were associated with high occurrence of bullying. At the department level, the three scales were similarly significantly associated with percentage observed bullying when analyzed separately. A low score on the fair leadership scale and lower departmental mean age were associated with high percentage observed bullying in a stepwise multiple linear regression analysis. Repeating the analyses excluding those being bullied did not change the estimates markedly.
Our findings indicate that the work environment as perceived by the individual and at the department level is related to the occurrence of bullying.
我们研究了工作场所霸凌与个体层面和部门层面心理社会因素之间的关联。
数据收集于一项横断面研究，该研究于2002年通过邮寄问卷的方式，作为一项关于工作与健康的综合研究的一部分，对挪威皇家海军的所有军事人员进行调查。计算了个体（n = 1604）以及每个海军部门的平均值（n = 97）的自我经历和观察到的霸凌情况，以及使用《工作心理和社会因素通用北欧问卷》得出的心理社会量表得分。
在反向逐步多变量逻辑回归中，公平领导、创新氛围和不平等量表得分较低与个体层面霸凌的高发生率相关，这意味着缺乏公平领导、创新氛围和不公平待遇与霸凌的高发生率相关。在部门层面，单独分析时，这三个量表同样与观察到的霸凌百分比显著相关。在逐步多元线性回归分析中，公平领导量表得分低和部门平均年龄较低与观察到的霸凌高百分比相关。排除受霸凌者后重复分析，估计值没有明显变化。
我们的研究结果表明，个体和部门层面所感知到的工作环境与霸凌的发生有关。
